Perceived organizational support and well-being: a weekly study

Abstract

Purpose Prior research has conceptualized perceived organizational support (POS) as a stable variable over time varying from one individual to another. Nevertheless, it can be assumed that POS fluctuates within the same person over the course of several weeks due to different experiences lived at work. The authors suggested in the present study that weekly POS is predictive of employees’ weekly subjective well-being at work (i.e. increased positive affect toward the organization, and decreased negative affect toward the organization and psychological strains at work). In addition, the purpose of this paper is to examine the mediating role played by weekly work engagement in these relationships. Design/methodology/approach In total, 20 employees completed a first general questionnaire and then completed an online questionnaire during 12 consecutive weeks. Findings Results of hierarchical linear models indicated that weekly POS positively predicts weekly employees’ work engagement which, in turn, positively predicts weekly employees’ well-being (i.e. increasing positive affect toward the organization and decreasing negative affect toward the organization and psychological strains at work). Research limitations/implications Overall, these findings contribute to the POS and work engagement literatures. It shows that POS fluctuates within person over the course of several weeks and is a predictor of weekly employees’ well-being through its effects on weekly work engagement. Originality/value To the authors’ knowledge, this is the first study to examine within-person weekly variations in POS as a predictor of employees’ weekly work engagement and its subsequent consequences.

How does perceived career support make employees bright-eyed and bushy-tailed? The mediating role of career self-efficacy

“…It is also evident from previous research that employees’ perception that their organization is supporting them enhances their work engagement (Caesens et al., 2016; Karatepe & Aga, 2016; Liu et al., 2017; Poon, 2013; Zhong, Wayne, & Liden, 2016). The effect of perceived organizational support on job outcomes has been studied in various industries, and the size of its effect varies across industries (Rhoades & Eisenberger, 2002).…”

Promoting the Sustainability of Organizations: Contribution of Transformational Leadership to Job Engagement

“…In line with the results of research undertaken in other contexts [9,48,49,68], it is supported that the POS positively influences job engagement. Recently, Caesen et al [13] discovered that weekly POS positively influenced weekly engagement and subsequent subjective well-being.…”

“…Encouraging employees to have greater interaction with those they benefit will strengthen the significance they attach to their job [41,58]. To pay special attention to interpersonal relationships, establish two-way communication channels, and provide employees with the needed resources to perform their work [13,35] are undoubtedly actions that contribute to POS. Our study suggests that supervisors should inspire and provide a purpose for employees, provide them support, involve them in decision making, encourage their creativity, and act as role models.…”

“…Engaged employees manifest positive emotions (excitement, enthusiasm, energy) [9]. While in some studies it has been considered as an indicator of well-being (e.g., Schaufeli et al [10] and Mäkikangas et al [11]), in others it has been treated as a predictor of employee's well-being and general health (e.g., Shimazu et al [12] and Caesens et al [13]).…”

Persepsi Dukungan Organisasi dan Komitmen Afektif Organisasi: Peran Mediasi Keterikatan Karyawan pada Karyawan Pertelevisian

“…Penelitian berikutnya menyatakan bahwa manajemen perlu mengembangkan sejumlah kebijakan melalui departemen SDM dan mensosialisasikan perilaku manajerial yang dapat mengarahkan kepada persepsi dukungan organisasi, sehingga dapat menurunkan risiko beban kerja yang berlebihan (Caesens, Stinglhamber, & Ohana, 2016). Selain itu, persepsi dukungan organisasi dapat menumbuhkan kepercayaan (trust) individu kepada organisasi dan berdampak pada kesiapan individu untuk berubah (Gigliotti, Vardaman, Marshall, & Gonzalez, 2018).…”